In response to the need for extra workers, employers may take on seasonal staff. Before you do this, it may be important to note the following points:
Seasonal staff should be aware that their employment is for a specific purpose and not indefinite.
Despite seasonal employment being short-term, you still need to provide a written statement specifying the terms and conditions of employment. In particular, the fixed-term, specific purpose or event that will trigger the termination of the temporary contract.
Seasonal staffing must also take account of the ban on zero-hours contracts
It’s possible to agree with your seasonal staff that unfair dismissals legislation won’t apply in certain cases. These include either the expiry of the fixed-term or the achievement of the purpose specified in the contract.
Despite the fact that they’re short-term, you still need to provide your temporary staff with an induction. This will allow you to specify what you expect of them, and the standards your business adheres to.